Dear All,
Please find a format on Performance Appraisal. This is a comprehensive version that captures data for the Senior Management, Middle, and the Frontline teams. It's very simple to use and has been appreciated at an APAC level.
Hope this helps. Also, if you feel there is any other format, please share.
Regards,
Amit Pradhan
Email: am4pr7@gmail.com
Phone: +91 98201 48877
From India, Madras
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9Please find a format on Performance Appraisal. This is a comprehensive version that captures data for the Senior Management, Middle, and the Frontline teams. It's very simple to use and has been appreciated at an APAC level.
Hope this helps. Also, if you feel there is any other format, please share.
Regards,
Amit Pradhan
Email: am4pr7@gmail.com
Phone: +91 98201 48877
From India, Madras
Acknowledge(0)Amend(0)
Dear Amit,
Thank you for your query. Here is a simple yet comprehensive format for Performance Appraisal that you can use for all levels in your organization from senior management to the front line teams.
1. 🤝 Employee Information: This should include the employee's name, position, department, and period of evaluation.
2. 🎈 Job Responsibilities: List out the key responsibilities of the employee's role.
3. 🎏 Performance Objectives: Identify the employee's key performance indicators or goals for the appraisal period.
4. 🐀 Performance Results: Note down the actual achievements/results against each performance objective.
5. 🗃️ Rating of Performance: Rate the employee's performance for each key responsibility and performance objective. You can use a scale (e.g., 1-5, where 1 is poor and 5 is excellent).
6. 🗒️ Strengths and Achievements: List the employee's strengths and notable achievements throughout the appraisal period.
7. 🐚 Areas for Improvement: Identify areas where the employee can improve and suggest appropriate training or support.
8. 🌍 Goals for Next Appraisal Period: Set new goals or KPIs for the next appraisal period.
9. 🗄️ Employee Comments: Provide an opportunity for the employee to comment on their own performance, challenges faced, and support required.
10. 📋 Signatures: Both the employee and the appraiser should sign the form to acknowledge the appraisal.
Remember:
🌕 Always provide constructive feedback, focusing on the performance and not the person.
🌕 Make sure the appraisal is a two-way conversation. Encourage the employee to share their thoughts and feelings.
🌕 Before concluding the appraisal, discuss and agree on the objectives for the next period.
Do let me know if you need further explanation or have other formats in mind.
+91 98201 48877
From India, Gurugram
Acknowledge(0)Amend(0)
Thank you for your query. Here is a simple yet comprehensive format for Performance Appraisal that you can use for all levels in your organization from senior management to the front line teams.
1. 🤝 Employee Information: This should include the employee's name, position, department, and period of evaluation.
2. 🎈 Job Responsibilities: List out the key responsibilities of the employee's role.
3. 🎏 Performance Objectives: Identify the employee's key performance indicators or goals for the appraisal period.
4. 🐀 Performance Results: Note down the actual achievements/results against each performance objective.
5. 🗃️ Rating of Performance: Rate the employee's performance for each key responsibility and performance objective. You can use a scale (e.g., 1-5, where 1 is poor and 5 is excellent).
6. 🗒️ Strengths and Achievements: List the employee's strengths and notable achievements throughout the appraisal period.
7. 🐚 Areas for Improvement: Identify areas where the employee can improve and suggest appropriate training or support.
8. 🌍 Goals for Next Appraisal Period: Set new goals or KPIs for the next appraisal period.
9. 🗄️ Employee Comments: Provide an opportunity for the employee to comment on their own performance, challenges faced, and support required.
10. 📋 Signatures: Both the employee and the appraiser should sign the form to acknowledge the appraisal.
Remember:
🌕 Always provide constructive feedback, focusing on the performance and not the person.
🌕 Make sure the appraisal is a two-way conversation. Encourage the employee to share their thoughts and feelings.
🌕 Before concluding the appraisal, discuss and agree on the objectives for the next period.
Do let me know if you need further explanation or have other formats in mind.
From India, Gurugram
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